Stephen Connor is the research director in the New York investment banking firm of Rubin, Stern, and Hertz (RSH). One of the semiconductor analysts in the organization named Peter Thompson had received an offer from one of the organization’s competitors and had announced an abrupt resignation. Peter plaid a critical role in the organization as he served both as semiconductor analyst as well as a star analyst. Since he was the organization’s sole analyst, his replacement must be done swiftly, but due to the upcoming power chip deal, Stephen Connor has limited time to find Peter’s replacement. However, he must find a permanent replacement for Peter by hiring from outside or make Rina a permanent offer.
The criteria Stephen must make while finding a replacement include the ability of the person to build relations with traders and sales force, access to companies’ upper management, willingness to guide junior analysts, desire to work in teams, industry knowledge, institutional investor rankings as well as industry knowledge. The candidates will have to be subjected to the RSH hiring process shown below.
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HR Interview Round
Prescreening
Hiring decision
Headhunter
RSH desires a candidate that can easily fit with the organization’s culture, be team-oriented as well as first-rate analyst. After analyzing the candidates, I feel that Seth Horkum and David Hughes are the most appropriate candidates because their profitability of nontransferable as well as transferable human capital is ideal compared to the other candidates. If a choice is to be made between the two, I recommend Seth because although David’s experience is epic, Seth is younger and by considering long prospects of the organization, younger talent would be more beneficial.
